Organizational change part 3 - Essay Example

Part III of a comprehensive plan to implement an organizational change Instructor Institution Date Strategies for Evaluating the Proposed Change Summary from Previous Parts Globalization and constant technological innovation have greatly affected our lives in the modern world including a significant impact on the business environment…

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The challenges of managing organizational change often scare away some leaders who opt to avoid change. This often has its own consequences. Organizational change, if approached in the right way, can lead the organization in the best direction in the industry and helps to keep the organization prepared for any future changes. The most critical part of organizational change lies with the leaders. An organization’s leaders have to manage the change through planning, assessment and evaluation and have to ensure that every stakeholder in the organization buys in to the ides of change and is involved in it (Hechanova, and Teng-Calleja, 2011). Organizational change can be said to be successful if it meets its objectives and the benefits of the change are realized by the management and employees of the organization. Readiness for change is one of the issues that change management experts have focused on in the recent few years by recommending strategies that organizations need to take in order to be fully prepared for change. Readiness for change is a very crucial concept in healthcare given the ever changing nature of treatment. Healthcare organizations have to be strategically positioned so as to meet the demands brought about by change. An organization’s readiness for change depends on various factors such as organizational culture, flexibility of the organization’s policies, and the ability of leaders to manage changes in the working environment. Managing change in a healthcare facility is not different from other organizations (Weiner, Lewis & Linnan, 2009). The leaders have to be very assertive and proactive in steering health organizations in the right direction. This requires constant assessment of the current level of operations in the organization and determining what needs to be done so as to help improve treatment of patients. The need for the proposed change has been brought up by the increase in the number of deaths occurring from invasive interventional radiology procedures in recent years. Despite having qualified and dedicated personnel, the deaths have increased persistently for many people to notice. It came to our realization that this was due to insufficient staff. The number of patients has increased significantly increasing the ration between patients and employees. This situation has created the need for a change in the organization which would include hiring of two nurses who will specifically handle patients in the radiology room. There are likely to be barriers to implementing this change. Some of the challenges in implementing the proposed change include lack of funds to initiate and manage the change as well as lack of receptors. Implementing the proposed change require creating strategies that will be used as guiding principles throughout the process. A change implementation strategy for organizations includes various elements that have to be carefully analyzed before the change process is implemented (Hechanova and Teng-Calleja, 2011). These elements include situational awareness, the structures supporting the change, and strategy analysis. Situational awareness involves understanding the implications of change on the organizations, knowing who will be affected by the impending change and gathering as much resources and knowledge about the change to be implemented. Supporting structures
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...and user-friendliness of the EMR to important stakeholders like the clinical staff and patients will also be utilized to access the effectiveness of the implementation of the change (Laing, 2002, p. 44). Another metric that will be utilized to access the effectiveness of the change is the degree of patient privacy and confidentiality protection. EMR will assist the clinical staff to access huge volumes of patient information in real time such as the laboratory tests, prior drug prescription and medical diagnosis. The quality, cost and satisfaction outcomes of the EMR change will have to be measured in order to ascertain the effectiveness of the organizational...

...? A Comprehensive Plan to Implement an Organization ChangePart I of A Comprehensive Plan to Implement an Organization Change Introduction In the modern world, many organizations face a lot of challenges that require rapid change to enable them meet their objectives. This has mainly been attributed to globalization and constant technological innovation that is greatly impacting on the business environment for both public and private organizations (Cole, Harris & Bernerth, 2006). Organizationalchange requires a lot of attention because it affects the whole organization and defines the future of the organization. All stakeholders have to...

...? Part II of A Comprehensive Plan to Implement an Organization Change Strategies for Implementing the Proposed Change Strategies for organizationalchange help leaders and agents of change in organizations to achieve and sustain both minor and major transformations and changes in their organizations. The strategies used in organizationalchange should aim at minimizing risks involved in the change process, reducing operational costs and maximizing commitment from all stakeholders (Weiner et al, 2009). Organization’s leaders ought to be highly innovative in coming up with...

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